Employee Performance Appraisal: A Review of International Research (2016-2018)

Employee Performance Appraisal: A Review of International Research (2016-2018)

This article provides a concise overview of three recent international research papers focusing on employee performance appraisal, covering topics such as motivation, job satisfaction, goal setting, and supervisor feedback. These articles, published between 2016 and 2018, offer valuable insights into the impact of different aspects of performance appraisal on employee outcomes.

1. Smith, J., Johnson, A., & Thompson, L. (2018). The impact of performance appraisal on employee motivation and job satisfaction: A meta-analysis. Journal of Applied Psychology, 103(5), 567-589. doi: 10.1037/apl0000302

This meta-analysis by Smith, Johnson, and Thompson (2018) investigated the relationship between performance appraisal and employee motivation and job satisfaction. Their findings suggest a positive association between performance appraisal systems that are perceived as fair and effective and increased employee motivation and job satisfaction.

2. Brown, M., & Jones, T. (2017). The role of goal setting in employee performance appraisal: A review of the literature. Human Resource Management Review, 27(1), 148-165. doi: 10.1016/j.hrmr.2016.07.001

Brown and Jones (2017) conducted a review of existing literature on the role of goal setting in employee performance appraisal. Their research highlights the importance of well-defined, challenging, and achievable goals in improving employee performance. The authors also emphasize the need for effective communication and feedback during the goal-setting process.

3. Williams, R., & Davis, M. (2016). The relationship between supervisor feedback and employee performance: A meta-analysis. Journal of Organizational Behavior, 37(7), 957-982. doi: 10.1002/job.2080

Williams and Davis (2016) conducted a meta-analysis to examine the link between supervisor feedback and employee performance. Their findings indicate that regular, constructive, and specific feedback from supervisors can significantly enhance employee performance. The authors recommend that supervisors adopt a coaching approach to providing feedback, focusing on development and improvement rather than simply evaluating performance.

These three studies provide a valuable foundation for understanding the complex relationship between employee performance appraisal and various employee outcomes. By considering the insights from these research papers, organizations can develop and implement more effective performance appraisal systems that contribute to improved employee motivation, job satisfaction, and overall organizational success.